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Determinants of Motivation in Teachers: A Study of Private Secondary Schools Chain Networks in Bahawalpur
Determinants of Motivation in Teachers: A Study of Private Secondary Schools Chain Networks in Bahawalpur
Determinants of Motivation in Teachers: A Study of Private Secondary Schools Chain Networks in Bahawalpur
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There is a proper link between motivational level and job satisfaction of teachers (Kadzamira, 2006).
Sense of responsibility increases the motivation of employees (Josefowitz, 1983). According to Osterloh and
Frey (2002), employees can intrinsically get motivated, when their relationships improve within an organization.
Different researchers ranked different motivators differently. Malik (2010) conducted his research on the
University of Balochistan. After data analysis, he ranked different motivators in this sequence from most
effective to least effective. Living in a safe area, Good salary, Promotions, Interesting work, Conducive working
conditions, sympathetic help with personal problems, appreciation of work done and personal loyalty to
employees respectively.
Herzberg and his colleagues (1957) concluded from the meta-analysis of 16 studies that pay is ranked
sixth to motivate the employees. Motivators placed above pay are challenging work, opportunity for career
development, job security, appreciation and management. Lawler (1971) concluded from the meta-analysis of 49
studies that pay can be ranked at 3rd to motivate the employees. According to Jurgenson (1978), importance of
pay is different for men and women. For men, pay is ranked 5th, but for women, it is ranked at 7th. According to
him, for men, motivators ranked above money are job security, attractive work, chance for advancement and the
value of the firm. For women, motivators above pay are challenging work, opportunity for career development,
job security, appreciation, management supervision and co-workers behavior.
Motivational factors also differ from industry to industry (Gay, 2000). He also emphasized that
employees of every industry are motivated by different ways. For hospitality workers, salary is a valuable
motivator, for industrial workers interesting work is an important motivator (Gay, 2000). But for school teachers,
small class size , Distance from school, availability of learning resources, type of school (Moleni & Ndalama,
2004) and prompt salaries (Ayeni, 2005) are effective motivators.
Different researchers offered different combinations of motivators that can motivate the employees.
According to Luthans (1973), when monetary rewards are combined with proper feedback and recognition,
motivational level of employees will be increased. Houran & Kefgen (2007) gave another combination of
different motivators. According to them, money may be the most important motivator when it is combined with
non-monetary rewards. The Best Companies Guide UK (2008) identifies factors that help in employee
commitment to their work. These factors are:
Leadership: When managers involve their employees in decision-making (Democratic style of
leadership), it creates positive changes in the organizational environment.
My company: Worth of company in the minds of workers.
Growth: If employees feel that their growth is happening as a result of that particular job, they become
motivated.
Manager: If managers behavior is friendly with employees, their motivational level increases.
Fair agreement: If employees are gaining fair wages for their work, they are motivated.
3. Research Methodology
Basic purpose of this study is to know about the factors which can motivate teachers of private secondary
schools of Bahawalpur. So that, teachers turnover can be reduced.
The target population for this survey consisted of the teachers of five chain networked private
secondary schools in Bahawalpur City. In which Beacon house school system, Allied schools, APWA, City and
The educators are included. Stratified proportionate random sampling is used for choosing the sample size.
Every school is considered as one stratum. Sample size of 136 is calculated by using the formula i.e. n = N/1+N
(e)2 with N=208, e=0.05.
A survey was designed for this study. Questionnaires and interviews were used for the data collection.
Teachers are asked about different factors that these factors are motivating for them or not? If these factors are
motivating them, then what is the intensity of motivation by these factors? Likert scale is used in order to
measure different variables in the questionnaires.
All the data collected by means of questionnaires is analyzed by using SPSS version 15 for
interpretation of results. Regression values are found between motivation (dependent variable) and all other
independent variables that are mentioned in the literature review of this study.
4. Results and Discussion
On the basis of regression coefficient, independent variables can be ranked in the following way:
Table 1: Ranking of motivators
5. Conclusion
Out of the factors mentioned in data analysis salary is ranked 1st. It means that the motivational power of salary
is greater as compare to other motivational factors for the private secondary school teachers of Bahawalpur.
Average salary package for teachers in these private schools is 8 to 10 thousand. Paying them handsome salary
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packages can reduce teachers turnover in the private secondary schools of Bahawalpur. It is basically the low
salary due to which many private secondary school teachers switch to other non-teaching jobs. Prompt salary is
ranked 2nd. In many private schools of Bahawalpur, salaries are not paid on time. Due to this reason, school
teachers cannot meet their needs immediately. Third ranked motivator of this study is appraisal. In many private
secondary schools of Bahawalpur, there is no concept of appraisals. No one is there to monitor and measure the
performance of school teachers. In some schools, performance is measured with biasness. Due to these reasons,
private secondary school teachers are dissatisfied with their jobs and efficient teachers feel demotivated when
their performance is not measured. 4th ranked motivator of this study is positive behavior of students. Almost all
the private schools in Bahawalpur are commercial based, in which student is treated like a boss. Due to this
reason, students in some schools show negative behavior with teachers. School administration gives more
importance to students as compare to teachers and teachers dont feel themselves as a valuable asset of these
schools. Another motivator for private secondary school teachers is presence of staff rooms. Staff room is a
place for teachers, where they can take rest in their free time, check students work sheets and notebooks and
make lesson planning. In many private secondary schools of Bahawalpur, there are no separate staff rooms for
school teachers. It is demotivating for those female teachers, who dress up in hijab. Another ranked motivator for
private secondary school teachers is friendly environment. In most of the private secondary schools of
Bahawalpur, teachers feel demotivated as a result of strict supervision by the school administration.
In short, Regression coefficients calculated between motivation and all other independent variables
have displayed that motivational level of secondary school teachers is affected by all these factors including
salary, prompt salary, appraisals, positive behavior of students, presence of staff rooms, friendly environment,
availability of learning resources, small class size, target market, distance from the school and autonomy. All
factors except workload have positive relation with motivational level of secondary school teachers. These
factors are ranked according to their motivational power on the basis of regression coefficients.
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Table 1: Ranking of motivators
Rank
Motivator
Regression
coefficient
1
Salary
0.890
2
Prompt Salary
0.861
3
Appraisals
0.847
4
Positive behavior of students
0.843
5
Presence of staff rooms
0.778
6
Friendly environment
0.748
7
Availability of learning resources 0.704
8
Small class size
0.663
9
Target market
0.639
10
Distance from the school
0.630
11
Autonomy
0.616
Following mathematical equation best describes the degree of dependence of motivation on the independent
variables:
Motivation = 0.890 (Salary) + 0.861 (Prompt Salary) + 0.847 (Appraisals) + 0.843 (Positive behavior of
students) + 0.778 (Presence of staff rooms) + 0.748 (Friendly environment) + 0.704 (Availability of learning
resources) + 0.663 (Small class size) + 0.630 (Distance from the school) + 0.639 (Target market) + 0.616
(Autonomy)- 0.624 (Workload).
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